4 1. Workplace Safety and Health Framework Singapore has a framework to guide the management of workplace safety and health (WSH) by all stakeholders the government, industry, as well as employees. The framework was designed to engender a paradigm shift and ingrain good WSH habits in all individuals at the workplace. This is enshrined in the three key principles of the framework, with risk management being the cornerstone. PRINCIPLE 1 Reduce risk at source by requiring all stakeholders to eliminate or minimise the risks they create The underpinning principle under the new framework is to eliminate or mitigate risks before they are created and not to merely accept or endure existing risks. All stakeholders in workplaces thus need to conduct risk assessments to help identify the risks and their sources, measures that should be taken to eliminate or reduce the risks and parties responsible for doing so. In line with this principle, the parties that create risks would be held accountable for eliminating or reducing those risks. This includes occupiers, employers, suppliers, manufacturers, designers and persons at work. For instance, employers have the responsibility to put in place effective WSH management systems. Top management are expected to appoint personnel with the right skills and experience to manage WSH as well as provide them with adequate resources, training and powers to carry out their duties effectively. Architects and engineers are responsible for designing structures and buildings in construction projects that are safe to build and maintain. Manufacturers and suppliers are responsible for ensuring that the machinery they supply or maintain is safe for use in all workplaces. Workers have a responsibility to adhere to safe work practices. Every person at work has to accept responsibility for his own safety and health and for those under his charge or affected by his work. DESIRED CHANGE Managing risks Identifying and eliminating risks before they are created 4

5 PRINCIIPLE 2 Greater industry ownership of WSH outcomes The second principle of the new framework calls for greater industry ownership of WSH outcome. Industry must take greater ownership of WSH standards and outcomes to effect a cultural change in WSH from reactive to proactive in accident prevention at the workplace. Government cannot mandate improvement in safety and health. Industry must take responsibility for raising WSH standards at a practical and reasonable pace. For example, the former legislation was more prescriptive, with WSH requirements spelt out in detail. This encouraged a mindset amongst the management and its employees to simply follow the letter of the law and not address issues that fell beyond the legislation. Given the fast pace of technological change and differing work processes across industries, legislation would inevitably lag behind the emergence of new WSH risks. This was an unsatisfactory situation. Under the new framework, the legislation and enforcement moved from a prescriptive orientation to a performance-based one. Nonetheless, some prescriptive measures for hazardous sectors and activities are retained. In general, the new framework will make it the responsibility of managers and workers to develop work and WSH procedures suited to their particular situations in order to achieve the desired WSH outcomes. PRINCIPLE 3 Prevent accidents through higher penalties for poor safety and health management DESIRED CHANGE Compliance with Letter of the Law Proactive planning to achieve a safe and healthy workplace Under the former legislative regime, WSH lapses resulting in deaths and serious injuries were severely penalised but the penalties for offences were much lower in the absence of such mishaps. 1 Such a regime tends to encourage the industry to tolerate sub-optimal WSH practices until accidents occur. Hence, the new WSH framework seeks to effect greater financial disincentives and penalties on workplaces with unsafe practices and systems, even if accidents did not occur. This is to create an environment where all workplaces find it more cost effective to improve their WSH management systems. DESIRED CHANGE Accidents are costly Poor safety and health management is costlier 1 The former legislative regime comprised a stepped penalty regime where the maximum punishment would increase with the harm done (the penalty ranged from a $2,000 fine where no injury was caused, to a $200,000 fine with 12 months imprisonment where the accident resulted in 2 or more fatalities). 5

6 A Target for Workplace Safety and Health The WSH framework is an outcome of a reform undertaken by the government in 2005 to achieve quantum improvements in the safety and health of our workers. With our accident rates stagnating at 2.2 industrial accidents per million man-hours worked since 2001, we recognised that we would not progress if we were to only make incremental changes to the framework. Whilst driven by the need to address the stagnation in our WSH performance, major workplace accidents in 2004 added further impetus for a fundamental reform. Chart 1: Accident Frequency Rate, Table 1: Factories Act 1973 Comparison of Occupational Death Rates, 2002 Country Occupational / Region Fatality Rate # Introduction of Safety Management System Sweden United Kingdom Australia * Average frequency rate remained at 2.2 USA (2000) EU15 Average Japan Singapore (2004) # Occupational Death per 100,000 workers * Accident Frequency Rate = No. of accidents per million man-hours worked In terms of accident statistics, Singapore ranks below leading countries in WSH and most of the countries in the European Union. The target was then set to halve the occupational fatality rate from 4.9 fatalities per 100,000 workers in 2004 to 2.5 in 2015, and attain standards of the top ten developed countries with good WSH records. Three years after the implementation of the WSH framework however, the initial target to halve the workplace fatality rate to 2.5 by 2015 looks well within reach. The fatality rates dropped from 4.9 in 2004, to 4.0 in 2005, 3.1 in 2006 and 2.9 in A more ambitious target was thus set by Singapore s Prime Minister Lee Hsien Loong on 29 April to reduce our workplace fatality rate to 1.8 per 100,000 employed persons by

7 2. Workplace Safety and Health Statistics 2.1 Workplace Fatalities, Since the launch of the new framework in 2005, we have made good progress towards achieving the target to halve workplace fatality rate from 4.9 in 2004 to 2.5 in More will have to done to achieve a more ambitious goal of less than 1.8 fatalities per 100,000 employed persons by The number of workplace fatalities reduced significantly from 83 in 2004 to 63 in 2007 (Chart 2). In 2007, the workplace fatality rate stood at 2.9 deaths per 100,000 employed persons. Chart 2: Workplace Fatalities, (Number and Rate per 100,000 employed persons) Number of Workplace Fatalities 100 Fatality Rate (Per 100, 000 Employed Persons) Number of Workplace Fatalities Workplace Fatality Rate Source: Ministry of Manpower, Singapore. Note: The WSH (Incident Reporting Regulations) was enacted in Prior to 2006, the Factories Act was in force and covered only industrial accidents. For comparison purposes, statistics pertaining to workplace fatalities before 2006 were estimated using work injury compensation data. 7

8 2.2 Occupational Diseases, For Occupational Diseases (OD), the number of cases confirmed saw a downward trend during the period between 1998 and 2007 (Chart 3). In 2007, 602 cases of OD were confirmed - this was an 8.5% decline as compared to the previous year. The overall OD incidence stood at 27.7 confirmed cases per 100,000 employed persons in 2007, down from 33.3 a year ago. Chart 3: Occupational Diseases, (Number and Incidence per 100,000 employed persons) No. of Confirmed OD Cases 1000 OD Incidence (Per 100, 000 Persons Employed) WSH Act (Incident Reporting Regulations ) in Total Confirmed OD OD incidence Source: Ministry of Manpower, Singapore. Noise Induced Deafness (NID) and Industrial Dermatitis (ID) continued to be the leading types of OD. In 2007, NID and ID accounted for 81% and 10% of all confirmed OD cases respectively. Nevertheless, these 2 OD types saw a significant reduction in the numbers confirmed in 2007 as compared to the year before. Table 2: Number of Confirmed ODs by Type, 2006 and 2007 Type of OD Total Noise Induced Deafness Industrial Dermatitis Work-related Musculoskeletal Disorder 25 8 Barotraumas 17 5 Excessive Absorption of Chemicals 3 5 Occupational Lung Diseases 3 2 Compressed Air Illness 2 3 Others

9 2.3 Work Injury Compensation, 2007 Close to 15,000 work injury claims were awarded compensation in Two-third of the claims were made up of temporary incapacity cases (Table 3). A total of about S$71 million was the amount of compensation awarded. Table 3: Number of Work Injury Compensation Claims and Amount Awarded by Degree of Incapacity, 2007 Number of Cases Awarded Compensation Amount of Compensation Awarded (S$m) Total Temporary Incapacity 1 Partial Permanent Incapacity 2 Total Permanent Incapacity 3 Fatal 14,927 9,602 5, Source: Ministry of Manpower, Singapore Note: The above work injury compensation claims were made under the previous Workmen s Compensation Act, which was replaced by the Work Injury Compensation Act on 1 April 2008 (refer to Section 3.3 for details) Refers to injury where the incapacity is of temporary nature. Such incapacity reduces the earnings of the employee in any employment in which he was engaged at the time of his accident resulting in his temporary incapacity. The compensation covers medical costs and medical leave wages. Refers to injury where the incapacity is of permanent nature. Such incapacity reduces the earnings of the employee in every employment which he was able to undertake at the time of his accident. The compensation covers medical costs, medical leave wages and percentage of permanent incapacity. Refers to injury where the incapacity is of permanent nature and it incapacitates an employee for all work which he was capable of undertaking at the time of the accident resulting in such total incapacity. The 98 fatal cases awarded compensation in 2007 include fatal cases that occurred in earlier years and fatalities resulting from work outside Singapore (for example, death of crew on board Singapore registered ships). 9

10 3. Workplace Safety and Health Legal Framework This section outlines the various legal instruments governing WSH in Singapore. 3.1 Workplace Safety and Health Act In Singapore, the key legislation on WSH is provided for by the WSH Act which is administered by the Commissioner for WSH, Ministry of Manpower. Replacing the former Factories Act, the WSH Act came into effect on 1 March 2006 as the key legal instrument to effect the new WSH framework. The Act is designed to protect employees as well as any other persons who may be affected by the work carried out at all workplaces. In its first phase of implementation, coverage of the Act was limited to high-risk workplaces such as construction worksites, shipyards and other factories i.e. those formerly covered under the former Factories Act. The WSH Act has been extended to cover six new sectors 2 since 1 March 2008 and will be progressively expanded to cover all workplaces. The Act departs from taking a prescriptive stance under the former legislation and introduces a performance-based regime. It emphasizes the importance of managing WSH proactively by requiring stakeholders to take reasonably practicable measures to ensure the safety and health of workers and other persons that may be affected by the work being carried out. The WSH Act also assigns liability to those who create and have management and control over WSH risks. The stakeholders include the occupiers, employers, principals, employees, manufacturers and suppliers as well as persons who erect, install or maintain equipment and machinery. 3.2 Workplace Safety and Health Subsidiary Legislation Under the WSH Act, there are a total of 24 subsidiary legislation. 13 of them were Regulations made under the new Act. The remaining 11 subsidiary legislation made under the former Factories Act continue to be in force. Together, they constitute the legislative framework for the management of WSH in Singapore. The subsidiary legislation made under the Factories Act will be reviewed and updated before being re-enacted under the WSH Act. This is to ensure that they are in-line with the new WSH framework. The subsidiary legislation are listed and summarized in Annex A. One of the key subsidiary legislation is the WSH (Risk Management) Regulations, which require employers to conduct risk assessment on the work they are undertaking and take steps to eliminate or reduce the risks that workers are exposed to. The intention of the legislation is to enshrine risk assessment as an integral part of business operations so that WSH risks are proactively reduced. 2 Healthcare Activities, Hotels and Restaurants, Landscape Care and Maintenance Service Activities, Services Allied to Transportation of Goods, Veterinary Activities, as well as Water Supply, Sewerage and Waste Management. 10

11 3.3 Other Relevant Legislation Other relevant legislations that have an impact on WSH include the Environmental Protection and Management Act, Environmental Public Health Act, Radiation Protection Act and Fire Safety Act. These are administered by other government agencies. The purposes of these legislations are described in Annex B. 3.4 Codes of Practice & Other Guidelines Besides legislation, Codes of Practice provide practical safety and health guidance for specific work areas. These are jointly developed by the industry and regulatory agencies under the auspices of the Standards, Productivity and Innovation Board (SPRING Singapore). When the WSH Act came into effect on 1 March 2006, the Commissioner for WSH was authorised to approve Codes of Practice for the purpose of providing the industry with practical guidance with regard to the upkeep of safety and health standards at the workplace. With the formation of the WSH Council on 1 April 2008, the WSH Act was amended to transfer the power to issue, approve, amend, or revoke Codes of Practice to the WSH Council. The WSH Council works in close collaboration with the industry to identify areas where practical guidance is required to address improvements in WSH standards. The WSH Council will then set industry standards for these areas, which may include standards for WSH management systems, specific trades and operation of specific equipment. The Ministry of Manpower and the WSH Council also issue guidelines on specific subject matters such as handling and removal of asbestos to complement regulations on the subject. A list containing the Approved Codes of Practices (ACOP) as well as other relevant legislation and guidelines pertaining to WSH can be found in Annex B. Codes of Practice Risk Compendium Guidelines 11

12 3.5 International Labour Organizations Conventions As a member state of the International Labour Organisation (ILO), Singapore is committed to aligning our WSH framework with internationally recognised core labour standards. Periodic reviews of our workplace policies and laws are done to ensure alignment with observed international standards. 3.6 Work Injury Compensation Act International Labour Organization Promoting Decent Work for All The government also regulates the right of employees to compensation in the event of work-related injury, death or occupational disease under the Work Injury Compensation (WIC) Act. The WIC Act took effect on 1 April 2008 following amendments to the former Workmen s Compensation Act. The amendments extended coverage of the Act to almost all employees 3. Covering about 2.1 million employees, the WIC Act provides access to a simple and quick way of settling claims for work-related injuries. An employee claiming under the WIC Act is not required to prove that his employer was at fault for the accident. He only needs to show that he was injured in the course of work. The injured employee can claim from his employer medical leave wages, medical expenses incurred within one year from the date of the accident or up to a cap on $25,000, whichever is lower, and a lump-sum payment for permanent incapacity, if any 4. A lump-sum payment is also payable to the dependants of an employee who met with a fatal accident at work. 5 The work injury compensation insurance is provided by the private sector and the premiums are market-driven. It is mandatory for their employers to purchase work injury compensation injury insurance for employees who work in sectors that face higher workplace risks. For the remainder, employers have the option of buying insurance or being self-insured. Employers will be required to pay compensation in the event of a valid claim, even if they do not have insurance. 3 Officers from the Singapore Armed Forces, Home Team and domestic workers are excluded from coverage of the WIC Act. 4 The compensation amount payable is subjected to a maximum and minimum limit as follows: Maximum limit = $180,000 x [% loss of earning capacity]; and Minimum limit = $60,000 x [% loss of earning capacity]. 5 The compensation amount payable to the dependents of a deceased employee is subjected to a maximum limit of $140,000 and minimum limit of $47,

13 4. Authorities or Bodies Responsible for Workplace Safety and Health This section describes the regulatory agencies and industry bodies that are responsible for WSH in Singapore. 4.1 Ministry of Manpower Legislation relating to WSH is administered by the Commissioner for Workplace Safety and Health under the Ministry of Manpower (MOM). MOM s mission is to work with employers and employees to achieve a globally competitive workforce and great workplace, for a cohesive society and a secure economic future for all Singaporeans. Ensuring that our workplaces are safe and healthy for the workforce contributes to the overall mission of creating a great workplace. The Occupational Safety & Health Division (OSHD) is the division within MOM primarily responsible for ensuring the safety, health and welfare of the workforce. Occupational Safety & Health Division Vision A safe and healthy workplace for everyone; and a country renowned for best practices in Workplace Safety and Health. Mission To eliminate death, injury and ill health from all workplaces. The Division promotes WSH at the national level. It works with employers, employees and all other stakeholders including the Workplace Safety and Health Council to identify, assess, and manage WSH risks so as to eliminate death, injury and ill health. The Division is headed by the Commissioner for WSH and is staffed by approximately 240 officers with about 151-gazetted inspectors across four departments performing various functions. 13

14 OSH Policy, Information and Corporate Services Department Work Injury Compensation Department Occupational Safety and Health Division OSH Inspectorate OSH Specialist Department OSH Inspectorate The Inspectorate focuses on reducing safety and health risks at workplaces by conducting inspections and surveillance of workplaces to ensure that workplaces maintain an acceptable level of WSH standards. The Inspectorate also investigates accidents and shares lessons learnt from the accidents with the industry. OSH Policy, Information and Corporate Services Department The Department drives the divisional efforts through sound policies & strategic planning while striving for organization excellence, and analyses and identifies emerging WSH trends and risks by leveraging on effective information systems, quality resources and astute business intelligence. The Department also supports the Division in the areas of financial management, registry and day-to-day office administration as well as ensures continuous improvement in customer responsiveness through monitoring of customer service standards. OSH Specialists Department The Department provides specialist support in the development of WSH standards and best practices, as well as the investigation into complex accidents and occupational diseases. The Department conducts technical and scientific research, develops and implements strategies and targeted programmes for specific WSH hazards and industries. The Department also collaborates with international organisations and national institutes in projects, information exchange, visits and training. Work Injury Compensation Department This Department administers the Work Injury Compensation system to assist injured employees and dependants of deceased employees in claiming work injury compensation. It also administers the Incident Reporting system for workplace accident, dangerous occurrence and occupational disease. 14

15 4.2 Workplace Safety and Health Council To drive strong industry ownership of WSH outcomes, the WSH Advisory Committee (WSHAC) was formed in September 2005, comprising 14 eminent individuals, with wide industry representation, appointed by the Minister for Manpower. The role of the WSHAC was to advise MOM on WSH standards, promotion and training, as well as address the unique challenges of key industry sectors. In November 2006, the International Advisory Panel on WSH recommended an expanded scope for the WSHAC. To do this, the WSHAC would have to be evolved into a full-fledged Council with executive functions. MOM accepted the recommendation and announced in October 2007 that the WSH Council would be formed by April On 1 April 2008, the WSH Council was formed to take on executive powers to spearhead WSH initiatives, through the WSH (Amendment) Act The WSH Council comprises 16 leaders from the key industry sectors (such as construction, manufacturing, petrochemical, and logistics), the Government, unions and professionals from the legal, insurance and academic fields. The WSH Council's main functions are to: Build the capabilities of industry to better manage WSH Promote safety and health at work and recognise companies with good WSH records Set acceptable WSH practices The WSH Council s mission is to lead industry efforts in strengthening capabilities and building a progressive culture in WSH, in order to achieve the national WSH vision. The WSH Council works closely with MOM and other government agencies, industries, unions and professional associations to develop strategies to raise WSH standards and reduce the workplace fatality and injury rates in Singapore. Table 4: Five Industry and Two Functional Committees Formed Under the WSH Council Industry Committees Construction and Landscaping Healthcare Logistics and Transportation Marine Industries Metalworking and Manufacturing Functional Committees Engagement and Outreach Industry Capability Building A summary of the WSH Council s key initiatives under each of its main functions can be found in Annex C. More information on the WSH Council can be found at 15

16 4.3 Industry Associations and Professional Bodies Besides the tripartite partners, various industry associations and professional bodies are regularly consulted in the formulation of polices or legislation. All proposed legislations are also posted on the internet via an e-consultation portal to solicit industry and public feedback. These associations and professional bodies are also regularly involved in coorganising various outreach programmes, seminars and workshops for the industry. A list of our regular partners can be found in Annex D. 4.4 Tripartite Coordination and Collaboration A unique, co-operative tripartite mechanism amongst workers, employers and the government is long practised in Singapore. This approach has been successful in cultivating constructive workplace relations in Singapore. It has helped companies and the economy to grow, as well as create jobs for the workforce. This mechanism has also proven useful in advancing WSH in Singapore. The tripartite partnership between MOM, together with Singapore National Employers Federation (SNEF) and National Trades Union Congress (NTUC), has been instrumental in bringing about close consultation and communication avenues between the government and representatives of employers and workforce on WSH issues. The formation of the WSH Council is expected to foster even greater coordination and collaboration between the regulator and the industry stakeholders. 16

17 5. Implementation of Workplace Safety and Health Strategy: Means and Tools To guide the future development of programmes and initiatives, the WSH2015 A Strategy for WSH was crafted after extensive consultation undertaken by the MOM, the former WSHAC and other industry partners. Collectively, three Strategic Outcomes were drawn up to guide the achievement of Singapore s desired WSH 2015 landscape and vision. These outcomes set out our national targets for a world-class regime in WSH, articulate the characteristics that Singapore must demonstrate to become a Centre of Excellence for WSH and describe the behaviour that stakeholders must possess for a vibrant WSH culture to be integrated as a way of life. The WSH 2015 Strategic Roadmap VISION A safe and healthy workplace for everyone and a country renowned for best practices in WSH STRATEGIC OUTCOMES Reduction in Occupational Fatality and Injury Rates WSH is an Integral Part of Business Singapore is Renowned as a Centre of Excellence for WSH STRATEGY 1 STRATEGY 2 STRATEGY 3 STRATEGY 4 Build Strong Capabilities to Better Manage WSH Implement an Effective Regulatory Framework Promote the Benefits of WSH and Recognize Best Practices Develop Strong Partnerships Locally and Internationally This section outlines the implementation of the various means and tools to enforce, engage, promote as well as build capability to achieve safe and healthy workplaces. Further details are in the WSH 2015 Strategy document. 17

18 Strategy 1: Building Strong Capabilities to Better Manage Workplace Safety and Health 5.1 Incident Reporting The WSH (Incident Reporting) Regulations set the requirement for reporting work-related accidents, occupational diseases and dangerous occurrences to the Ministry. Employers also report accidents and occupational diseases for compensation purposes under the WIC Act. Reports are submitted to the Ministry via an online incident reporting system (known as ireport). The database of accidents and incidents reported is analysed by OSHD to identify trends in WSH and identify hotspot areas for intervention. In addition, a WSH Hotline is available for members of the public and workers to report on unsafe work practices and conditions. The hotline is widely publicised and is intended to keep employers on the alert in maintaining a safe and healthy work environment for their workers and members of the public. 5.2 WSH Professional and Personnel Supporting the Industry The industry is supported by groups of WSH professionals and other personnel providing various WSH services. They include WSH Auditors, WSH Officers, WSH Coordinators, Designated Factory Doctors, Nurses, Industrial Hygienists, as well as other WSH Practitioners working in the industry. The list and estimated number of such personnel is in Annex E. 5.3 Competency Building through Training and Education Under the law, employers are required to provide adequate instructions, information, training and supervision to their employees so that they can carry out their work safely. Thus, all employers should ensure that their workers, supervisors and managers demonstrate basic competencies in WSH. They should possess sufficient knowledge to enable them to recognise potentially hazardous situations, be aware of their responsibilities under the WSH Act and know their roles in ensuring safe working conditions. Such knowledge could be imparted through formal courses or through on-thejob trainings. Training Courses Required for Specific Personnel At present specific categories of personnel such as Forklift Operators, Lifting Supervisors, Scaffold Supervisors are required by law to undergo training for the purpose of ensuring that the work they perform or supervise can be carried out safely. There are 41 such courses spanning various trades and occupation. The list of these courses is in Annex F. These courses are conducted by more than 100 external training providers 18

19 accredited by MOM. Each year more than 100,000 workers, supervisors and other personnel undergo training in these training centres. Building Generic WSH Competencies To assist the industry, MOM works with WSH Council and the Workforce Development Agency (WDA) to develop generic competency standards expected for employees at the operations, supervisory and managerial levels. The generic WSH competency standards have been co-developed with WDA as a module under WDA's Employability Skills System (ESS) which is part of the National Workforce Skills Qualification (WSQ) System. Starting from May 2007, generic WSH competency modules were incorporated in the training of workers, supervisors and managers to ensure that WSH practices remain one of the key elements in any skills development. Table 5: Competency Elements Identified for Three Levels Operations Level (Workers) Identify responsibilities under WSH Act Observe hazard identification and risk control procedures Contribute through consultation and participation for the management of WSH COMPETENCY ELEMENTS Supervisory Level (Line supervisors and middle management) Identify responsibilities under WSH Act Interpret WSH policies, procedures and programmes Educate workers on WSH policies, procedures and programmes Implement and monitor participation and consultation for the management of WSH Implement and monitor organisation risk management procedures Managerial Level (Senior Management) Identify responsibilities under WSH Act Establish and maintain the framework for the WSH system Establish and maintain participation and consultation for the management of WSH Establish and maintain organisation s risk management procedures Evaluate organisation's WSH system, policies, procedures and programmes Trade-Specific Training A similar WSH competency training approach was adopted in the conduct of the trade-specific training. Commencing with the marine sector, 13 trades were identified. In the first phase, 3 trades (forklift, metal scaffolding and rigger & signalman) were selected for the development of training programmes for the workers and supervisors. The training programmes for the remaining 10 trades are currently being developed and are expected to be completed by early With the experience gained from the marine sector, the development of 19 competency-based trade-specific training for the construction sector is expected to commence in the third quarter of

20 WSH Professional Framework The development of this framework was completed in December It details four levels of occupations in the WSH profession, namely, WSH Representative, WSH Coordinator, WSH Officer and WSH Auditor. Encompassing the full spectrum of the WSH profession, it supports career progression at the different levels. Table 6: WSH Professionals Career Pathway WSH Auditor*/ Lead Auditor / Consultant Key roles are to systematically evaluate and determine the effectiveness of WSH activities and management systems and/or provide strategic guidance for continual improvements of WSH performance WSH Officer*/ Advisor / Manager / Engineer / Specialist Key roles are to identify, assess, control and manage WSH risks; and develop, maintain and improve WSH management systems WSH Coordinator / Supervisor Key roles are to coordinate and monitor the implementation of WSH management systems for recognition, assessment, control and management of WSH risks WSH Representative/ Promoter / Advocate Key roles are to assist in carrying out WSH risks control measures and management More details on competency building can be found in the strategy document on Building WSH Competencies in Singapore. 20

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